Compensation Analyst

We're looking for a Compensation Analyst to develop, implement, and administer compensation policies and programs to ensure equitable and competitive employee compensation. You will provide analytical support for compensation, classification, and salary administration activities and will interact and partner with Laboratory management and administrative personnel to ensure compliance with Laboratory salary programs. This position is in the Benefits & Compensation Division in the Human Resources Directorate.

This position may offer a hybrid schedule, which includes the flexibility to work from home one or more days per week, after a probationary period. The specifics of the hybrid schedule, including the exact number of days required in the office and virtual work options may vary based on the needs of the team and the organization. 

This is a Flexible Term appointment of 2 years. 

You will

• Administer various compensation programs ensuring compliance with plan documents, policy and DOE Contract 44, and assist in the implementation of new compensation programs/features.
• Research salary and pay structure data, perform statistical analysis in support of a variety of compensation activities, and develop preliminary recommendations.
• Contribute to the formulation of recommendations for salary structure, Fair Labor Standards Act (FLSA) exemptions, job revisions and organizational structures.
• Participate in the development, approval process, implementation, and communication of new or revised policies, procedures, and guidelines.
• Build relationships and collaborate with peers across HR and assigned client areas across the Laboratory Respond to a variety of moderately complex compensation information requests; provide guidance to internal customers on compensation programs using program guidelines and policies.
• Participate in compensation surveys where benchmark matches have been routinely established; recommend benchmark changes for consideration.
• Monitor salary management practices for adherence to policies and guidelines, including Federal Davis-Bacon category and rate changes,  and implement updates in the HRIS system.
• Contribute to the development of the Laboratory's annual Compensation Increase Plan (CIP) request to the Department of Energy (DOE) and the resulting salary review process.  
• Conduct research in response to questions and data requests from the DOE/NNSA agencies.
• Independently evaluate and approve listings, reclassifications and pay actions; conduct job audits and make recommendations.
• Perform other duties as assigned.